时间:2012-06-04 22:25:00
| 94 | Efficiency | 效率 |
| 95 | Employee empowerment | 员工授权 |
| 96 | Employee leasing | 员工租借 |
| 97 | Employee survey research | 雇员调查与研究 |
| 98 | Entrepreneur | 企业家 |
| 99 | Equal employment opportunity (EEO) | 公平就业机会 |
| 100 | Ethics | 道德 |
| 101 | Exit interview | 离职面谈 |
| 102 | Expatriate | 外派雇员 |
| 103 | Expert systems | 专家系统 |
| 104 | Explicit knowledge | 显性知识 |
| 105 | External analysis | 外部分析 |
| 106 | External growth strategy | 外边成长战略 |
| 107 | External labor market | 外部劳动力市场 |
| 108 | Face to face discussion | 当面讨论 |
| 109 | Factor comparison system | 因素比较法 |
| 110 | Feedback | 反馈 |
| 111 | Flat hourly rate | 小时工资率 |
| 112 | Flexible benefits plans (cafeteria plans) | 灵活的福利计划（自助福利方案） |
| 113 | Flextime | 灵活的时间 |
| 114 | Flowchart | 流程图 |
| 115 | Follow up | 跟随，追随 |
| 116 | Formal education programs | 正规教育计划 |
| 117 | Frame of reference | 参照系 |
| 118 | Functional job analysis, FJA | 职能工作分析 |
| 119 | Gain sharing plans | 收益分享计划 |
| 120 | Globalization | 全球化 |
| 121 | Goals and timetables | 目标和时间表 |
| 122 | Graphic rating-scale method | 图式评估法 |
| 123 | Grievance | 委屈 |
| 124 | Group mentoring program | 群体指导计划 |
| 125 | Guidelines | 指导方针 |
| 126 | Head hunter | 猎头 |
| 127 | Healthy and safety | 健康安全 |
| 128 | Handover | 工作交接 |
| 129 | High-performance work systems | 高绩效工作系统 |
| 130 | Hourly work | 计时工资制 |
| 131 | Human capital | 人力资本 |
| 132 | Human resource information system (HRIS) | 人力资源信息系统 |
| 133 | Human resource management | 人力资源管理 |
| 134 | Human resources planning, HRP | 人力资源计划 |
| 135 | Income | 收入，收益 |
| 136 | Indirect costs | 间接成本 |
| 137 | Individualism/collectivism | 个人主义/集体主义 |
| 138 | Inflation | 通货膨胀 |
| 139 | Input | 投入 |
| 140 | Insurance | 保险 |
| 141 | Intellectual asset | 知识资产 |
| 142 | Internal analysis | 内部分析 |
| 143 | Internal growth strategy | 内部成长战略 |
| 144 | Internal labor force | 内部劳动力 |
| 145 | Internet | 互联网 |
| 146 | Internship programs | 实习计划 |